人力资源管理英文论文-精品

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2020-12-12

【关键字】资源、管理

Introduction

Nowadays, as the stress of the competition become heavier and heavier, people who go to an interview or work in a firm pay more and more attention to the EEO. The EEO is the law of the Civil Rights Act of 1964 was the first federal law designed to protect most U.S. employees from employment discrimination based upon that employee's (or applicant's) race, color, religion, sex, or national origin. The Title also established the U.S. Equal Employment Opportunity Commission to assist in the protection of U.S. employees from discrimination.EEO legislation requires fair treatment for all members of the community and the elimination of discrimination. It means selecting the best person for the job in terms of their job-related skills.

EEO includes following aspects: RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN

Title VII of the Civil Rights Act of 1964, as amended, protects applicants and employees from discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex (including pregnancy), or national origin. Religious discrimination includes failing to reasonably accommodate an employee’s religious practices where the accommodation does not impose undue hardship.

DISABILITY

Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable

accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship.

AGE

The Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees 40 years of age or older from discrimination based on age in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment.

SEX (WAGES)

In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as amended, the Equal Pay Act of 1963, as amended, prohibits sex discrimination in the payment of wages to women and men performing substantially equal work, in jobs that require equal skill, effort, and responsibility, under similar working conditions, in the same establishment.

GENETICS

Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants and employees from discrimination based on genetic information in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. GINA also restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information. Genetic information includes information about genetic tests of applicants, employees, or their family members; the manifestation of diseases or disorders in family members (family medical history); and requests for or receipt of genetic services by applicants, employees, or their family members.

Along with those five protected classes, more recent statutes have listed other traits as "protected classes," including the following:

?The Age Discrimination Act protected those aged 40 and over, but does not protect those under the age of 40.

?The Americans with Disabilities Act of 1990 protects individuals who possess, or are thought to possess, a wide range of disabilities, ranging from paraplegia to Down Syndrome to autism. However, it does not force an employer to employ a worker whose disability would create an "undue hardship"

onto his business (e.g. a paraplegic cannot work on a construction site, and a blind person cannot be a chauffeur).

?The Genetic Information Nondiscrimination Act of 2008 forbids discrimination on the basis of family history and genetic information.

?The Vietnam Era Veterans Readjustment Assistance Act of 1974 forbids discrimination on the grounds of a worker's military history, including any effects that the battlefield might have had on the worker's psyche.

?Twelve states, over one hundred local governments, and the District of Columbia have passed statutes that forbid discrimination on the basis of sexual orientation; also, the Employment Non-Discrimination Act will allegedly make sexuality a protected class, but this bill has yet to pass Congress.

All of these Federal laws prohibit covered entities from retaliating against a person who files a charge of discrimination, participates in a discrimination proceeding, or otherwise opposes an unlawful employment practice.

EEO in China

Face of China's labor market situation of supply exceeding demand in general, more and more problems difficult employment, and employment discrimination, it also will increase. Employing various restrictions dazzling, not only height, age, education standards in the assessment of these inherent been coded, some new restrictions, sex, appearance, origin, or even the name, blood type may be reasons for the refusal of workers were employed.

For discrimination, we are here to further analysis to determine the underlying discrimination in employment, is two competing rights: the rights of workers rights and labor units. Discrimination is to determine the respective rights of the boundary of the two judgments is whether these two rights advocates agree with the judge. Generally

speaking, the boundary of my rights is the rights of others. However, people's rights are often in conflict. Cutting right to the conflict, I think no more than two levels from this to consider: First, to see who has a legal basis for the claim; if you have a legal basis then see who has the legal basis for greater effectiveness. The second is to see who made certain concessions to the loss of smaller, or the right to support who can make a greater number of total social welfare, that there is a measure of interest issues. From this point of view, if a business, an industry, a city not easily improve the level of labor standards will bring their own how much interest, but how many people may not develop immediately, then it can be considered discrimination .

Discrimination and fairness is the concept of symmetry. Prejudice to the fair is discrimination. There should be opportunities for fair and equitable. Determine whether discrimination should be regarded as opportunities, but not results. Have the opportunity to discrimination should not be said. Now the conflict lies in a standard employment often suspended more people the opportunity to cancel. Survival of the fittest, and even superior in the more than excellent, is normal. They do not cancel the opportunity. Equal opportunities, and one body, gender, intelligence and other relatively disadvantaged people, usually in the competition at a disadvantage; if he were eliminated by the other advantages, should not be considered discrimination. However, the value of equal opportunity is: He may be other advantages to compensate for their weaknesses, and thus win.

We are not against employment discrimination against specific sectors to maintain special requirements. Such as the requirements of the employees in High-tech enterprises are high-qualified, some trade or employment for women enterprises. The case of the above should be regarded as a "results" instead of as a standard, losers lost in the results: in these industries, the degree of competition but the low degree high; men and women compete a; not compete pretty nice. Have the chance, would also be the case.

Discrimination in employment and the employee is not merely between. You companies make their own labor standards, I think it is a kind of discrimination, I also have the right to refuse, go somewhere else. I have a choice. However, if the

government comes up with a standard, this standard, all companies are not hiring me the condition of the people, then I had no choice; other companies also did not choose my chance. Therefore, we can say, now the largest discrimination, fear or policy of discrimination. Such discrimination is absolutely not a chance.

The reason why unequal employment opportunity appears

At first, born men and women are different, women born weak, a lot of heavy work commitments to live more by men, such as petroleum, geology, machinery, women difficult to bear; employers believe that women in the completion of the work efficiency and quality not as good as men, many units under the same conditions of remuneration paid to women than men; women's unique physical needs of women not only make your work, but employers should also be according to the national welfare system of compensation; traditional social roles, giving women a wife, mother , the important task of caring for the elderly, which makes the employer also is difficult to wholeheartedly work on the concerns of women. This is often easier to inflict preconceived mind-set, heavily based on the above concerns and prejudice, the employer in the selection of talent is not the first judge a person's abilities. New China is a low level of social and economic development based on up. In the initial stage of industrialization, the state economic and social development focused on the relative concentration of industry and industrial city in the life, health care, provision of public goods and benefits to urban residents on the tilt, for the way of development, at the time socio-economic conditions are right. However, with the further development, this re-development of City Light idea of rural is losing its legitimacy. Early policy making urban and rural development is highly uneven economic development in rural and urban areas showing a trend of scissors. Historical roots of social and economic imbalance of urban and rural residents in other areas of inequality.

Equal protection of the legal system of employment is still not perfect. Law as it is the economic base determines the superstructure, but in turn restricts the economic base. Urban and rural residents of our legal rights in the provision of the irrational, imperfect reality of urban and rural residents also contributed to the unequal rights of a specific reason.

How to solve the unequal employment opportunity

Due to eliminate the unequal employment need for specialized anti-employment discrimination legislation, A concept is anti-employment discrimination in China is "luxury" that economic development, how anti-discrimination efforts. This view is wrong. Anti-discrimination in employment is not hinder economic development, but to promote development.

Others believe that employment discrimination will affect the development of enterprises, which is the wrong concept. The core concept of discrimination should not be unreasonable to treat people. If your proposed terms of employment out of the objective needs of enterprises, is not considered discrimination. Such as computer engineer, the key is will the computer, not the men and women, urban residence or other conditions.

Establish and improve the protection of the legal system for equal employment of women .Employers to abolish gender inequality in the selection criteria. To change the traditional concept of women themselves, establish their own efforts to change the fate of the idea. The Government further play the leading role of social security .After 20 years of development of market economy, people's desire for equality has deep bone marrow, should be in the "Constitution" in the equal rights given to urban and rural residents, while repealing the law from the provisions on rural-urban inequality. Just modified through the "election law" to achieve the election of urban and rural residents the right to complete equality, which is a lot of progress, but the progress of such legislation is also too small, the magnitude of improvement is too young, with good laws are step, then we need to improve the administration of justice, but also to improve the level of our judicial and law enforcement ranks the quality of law enforcement First, the unemployed should be more training. This can make those popular professional, unskilled workers, unemployed people need to improve skills quickly mastered the skills, skills to enhance their confidence in the interview, so you will have more courage and employer contacts to dispel concerns that they hired you , doing so requires the applicant's toughness and courage. You know, although in the recruitment of companies set the conditions for this or that, but in the face of talent truly useful, they

will adjust their employment standards, will be useful to hire the talent.

Social relations can also be recommended to go through, sometimes with some of my colleagues may wish, fellow, the old relationship between superiors and other recommendation, which is a normal way. Recommended by a certain relationship, the employer can you have a more comprehensive understanding of both supply and demand of talent to solve the problem of asymmetric information, also allows personnel to bypass the barriers of discrimination in employment.

Of course, in addition to job-seekers their own efforts, countries should also increase the employment discrimination laws and regulations, and to vigorously publicize relevant laws and regulations, so that job seekers can have the weapons to protect themselves, to change their job search process in the weak position, for their legitimate interests.

Conclusion

Unequal employment opportunity can not be eliminated overnight in short term, but needs the support of all parties. The majority of job seekers not only need to raise awareness of equality, employers also need to change the concept of employers, and government departments should strengthen supervision and management, to truly implement fair employment. Discrimination on the labor market not only seriously violated the principle of fairness, harm the interests of job seekers, but also reduces the efficiency of the allocation of human resources, impact on social stability, which restricts economic development. Employment for job seekers to create a fair environment for building a harmonious society can not be ignored in terms of a link, and the creation of a fair employment environment must rely on the concerted efforts of government and society can be achieved. We should fully mobilize the political, economic, cultural, education, reform the power to protect people's rights and equal employment opportunities, which will effectively promote national economic and social development

Reference

1.Louis R. Forbringer and Carol Oeth, "Human Resources at Mercantile Bancorp

oration, Inc.," Human Resource Management, Summer1998, 177-189.

2.Gary Hamel and C.K. Prahalad, Competing for Future (Cambridge, MA: Harvard

Business School Press, 1994), 227.

3.'Determining the value of human resources,” viewpoint on value, (Omaha, NE:

Balckman and associates), July/August 1998, 4.

4.Charles A. Pierce and Herman Aquinis, "Bridging the Gap be tween Romantic

Relationships and Sexual Harassment in Organizations," Journal of Organizational Be.havior 18 (1997), 197-200.

5.Based on Jane AdamsRoy and Julian Barling, "Predicting the Decision to Confront

or Report Sexual Harassment,' Journal of Organizational Behavior 19 (1998), 329-336.

6.Scott A. Snell,” Designing And Supporting Transnational Teams, Human Resource

Management, 37(1998), 147-158.

7.Gilbert Casellas and Irene L. Hill,"Sexual Harassment: Preventingand Avoiding

Liability," LegalReport, Fall 1998, 1-5.

8.Gilbert Casellas and Irene L. Hill,"Sexual Harassment: Preventingand Avoiding

Liability," LegalReport, Fall 1998, 1-5.

9.Jessica Guynn, "Another Y2K Worry: Messiahs in the Workplace," Omaha

WorldHerald, February 7, 1999, 1G; and Stephanie Armour, "Conflict Grows between Bosses, Devout Workers," USA Today, November 21, 1997, 1B-2B.

10.Based on data compiled by the federal Equal Employment Opportunity Commission,

1998

11.Jonathan Segal, "EEO Policies:Walking the Razor's Edge," HRMagazine, December

1997, 109-116.

人力资源管理专业论文选题方向

人力资源管理专业论文选题方向

（一）薪酬管理与激励机制 1 我国国有上市公司高管薪酬改革的回顾与启示 2 销售人员能力差异、薪酬机制偏好及团队协作关系研究 3 XX公司一线员工薪酬体系设计研究 4 企业经营者人力资本薪酬激励机制研究 5 高校教师现有薪酬满意度的实证研究 6 中国企业薪酬管理中的常见问题及其对策研究 7 国有改制分流企业薪酬管理体系和绩效管理体系的研究与设计 8 我国高校教师薪酬激励机制的构建研究 9 在华日资中小型企业人才队伍激励方案研究 10 美国薪酬管理模式对我国的启示 11 浅析薪酬激励 12 国有上市公司股权激励设计与制度建设 13 企业管理层股权激励研究 14 提升企业竞争优势的薪酬战略研究 （二）人才流动与劳动保险 15 建立人才内部流动机制发挥人力资源最佳效益 16 中国人才流动问题及对策研究 17 促进科技人才资源合理流动机制构建 18 对城市人才流动现状分析 19 矿业公司劳动保险管理系统研制与实施 20 人才培养和流动与区域经济发展的关系研究 21 人才流动中的社会保障因素分析 22 高技术人才国际流动的研究 23 入世与我国人才的国际流动 （三）人力资源规划与人力资源战略 24 企业国际化经营与战略性人力资源管理

25 跨国公司人力资源战略研究 26 中国集装箱集团人力资源战略规划 27 基于企业战略的人力资源规划研究 28 国有企业人力资源规划体系研究与设计 29 人力资源战略的分类选择与构建贯彻研究 30 跨国企业海外子公司人力资源管理战略选择研究 31 国有企业人力资源开发与管理战略研究 32 中小企业人力资源战略研究 33 跨国公司在华企业人力资源本土化战略分析 34 外包：人力资源管理战略发展方向探析 35 外资零售企业在华人力资源战略及实施策略研究 36 私营企业人力资源开发途径探析 （四）绩效考核 37 浅析我国企业人力资源绩效考核办法 38 加强绩效考核,努力实现企业资产保值增值 39 机械制造企业研发类员工绩效考核研究 40 商业银行员工绩效评价体系研究 41 现代工业企业人力资源绩效考评体系研究 42 我国公务员绩效考核制度研究 43论我国公务员绩效考核存在的问题及改进对策44员工绩效考核与薪酬评估 45 人力资源绩效考核方法研究与应用 （五）企业培训与员工管理 46 企业人力资本投资方式研究 47 中国现代人力资本形成研究 48 企业人员招聘的经验选择、诚信和雇佣合同研究 49 我国企业培训需求分析研究及模型构建 50 国有企业技术人才流失内在动因与对策研究 51 A公司员工职业生涯管理案例分析 52 企业核心员工管理分析 53 核心员工管理机制的构建 54 企业员工满意度管理研究

人力资源管理外文文献翻译

文献信息： 文献标题：Challenges and opportunities affecting the future of human resource management（影响人力资源管理未来的挑战和机遇） 国外作者：Dianna L. Stone，Diana L. Deadrick 文献出处：《Human Resource Management Review》, 2015, 25(2):139-145 字数统计：英文3725单词，21193字符；中文6933汉字 外文文献： Challenges and opportunities affecting the future of human resource management Abstract Today, the field of Human Resource Management (HR) is experiencing numerous pressures for change. Shifts in the economy, globalization, domestic diversity, and technology have created new demands for organizations, and propelled the field in some completely new directions. However, we believe that these challenges also create numerous opportunities for HR and organizations as a whole. Thus, the primary purposes of this article are to examine some of the challenges and opportunities that should influence the future of HR. We also consider implications for future research and practice in the field. Keywords: Future of human resource management, Globalization, Knowledge economy Diversity, Technology 1.Change from a manufacturing to a service or knowledge economy One of the major challenges influencing the future of HR processes is the change from a manufacturing to a service or knowledgebased economy. This new economy is characterized by a decline in manufacturing and a growth in service or knowledge as the core of the economic base. A service economy can be defined as a system based on buying and selling of services or providing something for others (Oxford

人力资源专业词汇汇总--(中英文)超全

目录 导论：人力资源环境与策略2第一篇设计：工作分析与人力规划5第二篇招聘：人力资源选拔与预测8第三篇开发：人力资源培训与评价12第四篇报酬：薪资方案与福利计划18第五篇影响：员工健康与劳资关系22

导论：人力资源环境与策略 第一章人力资源策略 1.人力资源政策与哲学 。人力资源管理(human resource management ,HRM) 。人力资源管理目标objectives of HRM 。人力资源管理职责duties of HRM 。人力资源管理任务tasks of HRM 。战略性人力资源管理strategic HRM 。人力资源政策human resource policy 。人力资源哲学human resource philosophy 。精神契约psychological contract 。企业认同感organization commitment 2.组织：行为与文化 。正式组织formal organization 。非正式组织informal organization 。组织文化organization culture

。亚文化subculture 。跨文化cross-national culture 。价值观values 。态度attitudes 。角色行为role behavior 。个人主义—集体主义individualism-collectivism 。不确定性规避uncertainty avoidance 。权力距离power distance 。直线和职能职权line and staff authority 3.激励与组织绩效 。激励motivation 。需要层次理论hierarchy of needs theory 。X理论与Y理论theory X & theory Y 。组织体系Ⅰ与组织体系Ⅳsystem Ⅰ& system Ⅳ 。激励-保健理论motivation-hygiene theory 。ERG理论ERG theory 。麦克莱兰德需要理mc-clelland’s theory of needs 。期望理论expectency theory 。公平理论equity theory 。强化理论reinforcement theory 。波特-劳勒期望机率理论borter-lawler’s theory of expectency 第二章人力资源环境

人力资源管理专业毕业论文

人力资源管理专业毕业论文

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中央广播电视大学 毕业论文 题目宝鸡市中小企业人力资源管理对策研究 姓名X X 教育层次专科 学号省级电大陕西电大专业分校宝鸡分校指导教师XXXXX 教学点分校直属

目录 摘要 (3) 关键词 (3) ABSTRACT (4) KEY WORDS (4) 引言 (5) 一、人力资源管理的重要性 (5) 1．人力资源是企业最重要的无形资产 (5) 2．人力资源将成为推动企业发展的关键因素 (5) 3．人力资源是企业组织生存发展的命脉 (6) 4．人力资源战略是企业战略成功实施的保障 (6) 二、宝鸡市中小企业发展现状分析 (7) 1．宝鸡市中小企业发展概述 (7) 2．宝鸡市中小企业发展作用 (8) 3．宝鸡市中小企业发展中的问题 (10) 三、中小企业人力资源管理面临的主要问题 (11) 1.对人力资源管理不重视 (11) 2.人力资源管理制度不健全 (12) 3.人力资源管理投入少 (13) 4.独特的企业文化没有建立 (13) 四、完善中小企业管理的对策 (13) 1.建立有效的人才引进机制和灵活的用工制度 (13) 2.健全科学的考核制度和公平的竞争机制 (14) 3.完善以绩效为中心的人力资源管理体系 (15) 4.制定合理的薪酬制度和科学的激励机制 (15) 5.确立以人为本的企业文化和互利互信的劳资关系 (16) 致谢 (16) 参考文献： (17) 17

人力资源论文提纲

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Human resource management more and more drives value. Under the system that economy development mature, human resource management have to match with fight for the best resources performance, if out of character of the manpower form couples out of character of post, the resources performance be not only whole have no, or may have already exhaust. The modern economy stress balance and match, promote management effect and quality vegetable, will human resource match with make balance, the inside contents establish human resource structure frame, use most in keeping with of the person do most in keeping with of work. Establishment human resource terrace is a communication and collection information way, everyone's opinion comprehensive, give up short take long, with processing salary, welfare etc. affair. Human resource most the importance be a training and development, human resource development have to investment at training aspect, with exertive each stratum of human resource potential. 人力资源管理愈来愈被重视。在经济发展成熟的体系下，人力资源管理必须配合以争取最佳的资源效益，若将不适当的人力配对不适当的职位，资源效益不但全无，或可能有损耗。现代经济讲求平衡及配合，提升管理效能和质素，就要人力资源配合以作平衡，其中的内容是设立人力资源架构框架，用最适合的人做最适合的工作。建立人力资源平台，作为沟通及搜集信息管道，将各方意见综合，舍短取长，以处理薪酬、福利等事宜。人力资源最重要是培训及发展，人力资源发展必须投资在培训方面，以发挥各阶层的人力资源潜能。 发展简史 Generally say, the academic circles development of human resource experience: Personal management, human resource management be recently till now rise of manpower capital management. The main dissimilarity namely lay in the principle that company and business enterprise treat an employee of variety and development. 一般说来，人力资源在学术界的发展经历了：人事管理，人力资源管理，到现在新近兴起的人力资本管理。其主要不同即在于公司和企业对待职员的理念的变化和发展。

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